6 Things College Won’t Teach You That Make or Break Your Career

You’ve spent the last four (or more) years in college, taking class after class, final after final, preparing yourself for your first real job in the professional field you wish to pursue as a career. You even managed, despite the still fledgling economy, to snag a job. Great! Good for you. But… what now?

You want to impress your employers and sail through to your first promotion.

Follow these tips to not get in your own way of that happening. These are crucial things you need to apply in your new professional setting that you didn’t learn in college. Your first boss may not even teach you these things, but they will make or break your career. I guarantee it!

1. Put your phone away

Put your phone away when working. Seriously. Just put it away. This means in meetings, at lunches or dinners, at your desk, at any work event or during your work time. Keep your phone on silent and only check it when you take a break.

Nothing will erode trust in your productivity and professionalism faster than co-workers (or worse, your boss) seeing you constantly on your phone. At work lunches, dinners or social functions your job is to socially engage with your clients or co-workers, not to text your partner or post to Instagram how delish the pricey expense account dinner looks.

2. Become an expert at conversation with anyone

You will be put in many different situations in your first real job. You will be exposed to people who have started their own companies, climbed Mount Everest, or graduated from an Ivy League school. You will also be exposed to people who grew up in a trailer park, worked three jobs to pay for college, and scrimped and saved every cent to make it to where they are. Your wildest imagination can’t possibly guess the backgrounds of all the different types of people you will come into contact with.

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So where do you come in here? Learn how to talk to any and all of them. Make them feel comfortable with you, and like their life story is the most fascinating one you’ve ever heard.

Be curious. Be open. Ask thoughtful questions focused on them.

Even if you have nothing in common with them, draw some commonality from books or other conversations you have encountered. For example, I’ve never set foot on an Ivy League campus, but I just read about a research project on Ivy League campuses regarding introverts that I could bring up to tie into their unique background.

3. Limit Your Drinking at work functions

Work functions are not the place to engage in excessive drinking.

Some work functions include open bars or at least an expectation that you walk around with a drink in your hand. So if you do drink, apply a maximum two drink limit at all work functions. The holiday party, client dinners, networking receptions, any of it. Anything to do with work, follow a two drink maximum.

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There is nothing impressive about slurring words. The last thing you want to do the next morning is wonder how bad you really were. Just avoid it altogether by being strict in this area.

There is a time and place to cut loose and let it all hang out. A work function is not the place.

4. Create connections with a purpose

Be purposeful and diligent in creating connections with other people, whether they are clients, co-workers or networking contacts.

Remembering personal facts about anyone is a gold rule in creating trust and openness that leads to connection.

Did your client mention to you an upcoming vacation cruise? Write it down as a note in their contact information where you keep their phone number. This note will trigger you to recall that tiny tidbit the next time you reach out to call them.

How good do you think it feels to be remembered for something you just said in passing? Amazing. Your new contact will feel that too when you ask about that cruise they were going on. You just told them without a doubt that they matter to you by this one simple little effort.

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5. Watch first, commit later

When you are the newbie, it feels good to get included in social events. Although you may have a tendency to form friendships quickly and jump at the chance to join a social group at work, it’s usually best to take a “wait and see” approach.

I am not saying decline all invitations, but be careful of forming alliances too soon.

A work setting is like a family. The dynamics of the group have been formed over a long period of time and many interactions. You just set foot in this unknown environment. You don’t know yet who is loyal and who could be a back stabber, who is a team player and who sloughs the work off on others. Take your time to use your intuition and gauge the situation before you align yourself with anyone in a more permanent way.

6. Get a jump start on your own life experiences

You are just starting out in life and don’t exactly have the funds to travel the world. How can you possibly hold conversations of interest with business contacts that have 20 to 40 years of career and world experience?

Read.

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That’s it. Read, read, and read some more. Books can take you anywhere, teach you anything and give you an unending bank of conversational topics to draw from. Maybe you haven’t traveled to Romania, but you’ve read all about the castles there. Maybe you don’t have 20 years of business experience, but you did read the bestselling business book that came out last year.

Reading will always give you a big advantage in life. Yes, I know when you left college you never wanted to look at another book again. But at least now you get to pick what you read. What if you pick up a book, give it a decent chance and hate it? Never pick it up again. Pick another one. Read only what you love.

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Best of luck submersing yourself in your new and wonderful career! It is a huge transition to change your social sphere from a college crowd of 20-somethings to a group varied and age ranged professionals. Approach each encounter as an opportunity to learn from those with more experience. Show your own special personality. Teach them a thing or two about your generation. You will meet contacts that you want as mentors because you value their leadership greatly. And you will recognize those people that are showing you exactly what not to do for your future.

Be observant, be yourself, be conscientious and you will go as far as your dreams can imagine!

10 Huge Differences Between a Boss And a Leader

When you try to think of a leader at your place of work, you might think of your boss — you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’s main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders Are Compassionate; Bosses Are Cold

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest, and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders Say “We”; Bosses Say “I”

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern-day workplace.

3. Leaders Invest in People; Bosses Use People

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others and note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. People Respect Leaders; People Fear Bosses

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders Give Credit Where It’s Due; Bosses Only Take Credit

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

Begin by simply noticing which team member contributes what during your next project at work.

If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.

Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders See Delegation as Their Best Friend; Bosses See It as an Enemy

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust, and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called the self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

7. Leaders Work Hard; Bosses Let Others Do the Work

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the most difficult tasks when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go,” a.k.a accomplish a difficult task alone, change your phrasing to “let’s go,” showing that you are totally willing to help and support them.

8. Leaders Think Long-Term; Bosses Think Short-Term

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders Are Like Colleagues; Bosses Are Just Bosses

Another word for a colleague is a collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

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As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders Put People First; Bosses Put Results First

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook, even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Final Thoughts

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.